QuickTopic logo Create New TopicNew Topic My TopicsMy Topics News

Skip to Messages


Postal Letter Carriers

^     All messages            4972-4987 of 4987  4956-4971 >>
06:51 AM ET (US)
Worm 1958 Your steward or your paid officers of your branch should receive a ODL data info from there supervisor so that they can check who has the most overtime in the office from top to bottom. Example If you have 20 people that are on the 10 or 12 hour list for overtime. and you had 20 hours of overtime for the week and the remainder of the ODL had 10 hours each person then you would add up all the hours each person had then divided that by how many persons were on the ODL and that would give you what the medium would be. So if you do that for that week everyone should of received 10.50 of overtime. Now each week your steward should receive a report from the supervisor that shows how many of overtime that was used by the ODL and you continue to add each week then the medium will change. At the end of the quarter the people that are below the medium would get paid for hours lost. Now if someone on the ODL is vacation in that quarter in our office we would add hour and half each day you were on vacation. Management should also show you how many times people turn down overtime and how many hours they turned down overtime That would be added in to meet the medium. What I am saying that your steward and or your paid union officials need to do there jobs if they are receiving complaints that this person is getting more hours than you. Management then has to pay you at the end of the quarter if you are under the medium. In the past the union and management would agree to make up the hours in the next quarter but friends with management would still get the hours and there was no making up the hours so that is why they must resolve each quarter. Any questions let me know.
NECarrierPerson was signed in when posted
06:01 PM ET (US)
/m4985 Correct as usual, King Friday! ;-)
egarkPerson was signed in when posted
08:23 AM ET (US)
NECarrier /m4984 - not "equalized", equitable.
NECarrierPerson was signed in when posted
08:18 AM ET (US)
/m4983 This type of thing is usally a local agreement, there is nothing like that in the national agreement. The OT hours are supposed to be equalized amongst all carriers on the OTDL each quarter. How ecactly that happens is, again, usally the subject of a local agreement. Your steward or branch officers should be able to show you something in writing that addresses this.
worm 1958
07:21 PM ET (US)
 I am a carrier.Its what my steward said but he said it is really hard to tract.Alot of things come into play.
postalvetPerson was signed in when posted
06:30 PM ET (US)
/m4981 was the "I was told" person a clerk? clerks have that but do not know about carriers.
05:45 PM ET (US)
  If you are on the otdl ,over time desired list.I was told that the guy with the least hours should be within ten of the leader.That goes for everyone on the list.This is quarterly.Is that true.Can anyone give me an answer?
NECarrierPerson was signed in when posted
08:30 AM ET (US)
/m4979 So if this carrier had an attendance problem, what efforts has mgt made to correct this problem, aside from issuing discipline? There should have been an attendance file review (I'm pretty sure the form # for that is a 3972, showing all the absences for months)and an effort on mgt's part to apprise the carrier of the seriousness of his situation and an offer to help him overcome this issue. He has essentially been put on restricted sick leave (an attendance policy just for him is the same as restricitng his sick leave). Review the process in ELM 513.391 for putting a carrier on RSL. Have all those steps been followed? I bet not. Another cite is Art 10.5 which discusses the same thing. Your issue statement could be "Did mgt violate Art 16, Art 10.5 and ELM 513.391 by putting the Grievant on restrcited sick leave?" You then show how his individual attendance policy violates his rights to use his sick leave.
Another related approach:
Discipline is supposed to be corrective, not punitive (Art 16). How does mgt show that their efforts have to been assist the carrier rather than to make his situation more desperate? If his stress is work caused, how are the managers/PM directly respoinsible for this?
How is it that he alone has an attendance policy? All carriers are supposed to be treated the same. If he has this attendance policy, does anyone else? You should request to see the attendance records for all carriers in the station to compare with your guy. Is his record worse than anyone else's? Is it because he is chronically late? What counseling efforts have been made with him? How has mgt tried to help this employee? Review the clock rings for everyone else at the station for the last six months, see if anyone else has lateness issues simlar to your guy.
Old 22
10:45 PM ET (US)
/m4978 The action you refer to is limited to this specific carrier. Also, for this carrier, no data on current harassment. Manager has carrier awol, no pay for over 180 hrs. Carrier about to lose house. Carrier was legitimately ill. Doctor diagnosed stress/anxiety disorder. Meds prescribed. Docs faxed to PO. FMLA 480 hours "for this reason". The reference to the letter sent to the house is a part of the body of the discipline. This is what I feel that needs to be discredited (among other things), shredded like a wood chipper! Thanks for your help.
NECarrierPerson was signed in when posted
08:59 PM ET (US)
/m4977 Some districts, POOMs and/or PMs introduce various attendance requiremnts. If your carrier was legitimately ill, had FMLA (or could get it retroactively) it shouldn't matter about artificial SL usage limits. SL is a benefit and can be used as needed by an employee. Have you data on how the carrier has been harassed so far? Can you show this current action is a continuation of a pattern?
 As for AWOL, that's usually a difference of opinion.
Old 22
08:28 PM ET (US)
/m4976 Both suspensions are for failure to meet attendance requirements/awol. I was hoping that while a carrier is out from work due to an illness, esp., stress disorder, that there might be a policy in place about contacting an employee while being treated for such a condition medically. It doesn't seem right to me that a manager would hound, harass and bully an employee while at home whose illness is a direct result of the managers inability to effectively resolve a matter instead of launching a vendetta against this carrier. It's a long story. But, I sure appreciate the help and attention you all are directing towards this. Thanks much.
NECarrierPerson was signed in when posted
08:20 AM ET (US)
/m4973 and /m4975 What are the suspensions for? attendance or some other issue? The carrier has the right to refuse any and all mail, if he so chooses.
Old 22
11:40 PM ET (US)
egark/4974 - Two pieces of mail that were sent to this carrier were one, a notice of a seven day suspension and two, a letter of a scheduled PreDisciplinary Interview (or investigation). Any others I do not know about. The carrier was under doctors care so how can a manager legally send these types of documents that had the carrier actually viewed them they may have acted irrationally and done something awful to themselves. It isn't right for one thing but it sure seems like some really ugly bullying and harassment at least. So, is there some sort of a violation of something? I'm sorry I wasn't more clear about the mail sent. Thanks for you help very much. Believe me, I need all I can get. This manager may be the worst one ever in the PO.
egarkPerson was signed in when posted
06:48 PM ET (US)
Old 22 /m4973 - it would help a lot if you gave us some idea of what the mail is. Invitation to a party? The Best Buy ad?
Old 22
06:32 PM ET (US)
Situation....a carrier is not at work due to anxiety stress disorder and under the care of their physician. Their manager sends mail to the carriers house but the carrier refuses the mail. It is RTS to the manager. Can the manager hold the carrier responsible for consequences and is the manager in fact allowed to send mail to a carrier who is being treated for stress illness? This carrier was served a 7 day suspension while ill and then upon returning served a 14 day suspension (stacked on 7 day + previous LOW). What's the best way to defeat this? Thanks in advance for your help.
Edited 07-27-2014 06:33 PM
NECarrierPerson was signed in when posted
09:37 PM ET (US)
/m4971 Just because they (union officers)are in another office doesn't mean they can't help you. You could even file a 1767 (Report of Hazardous Practise or Condition) on mgt allowing the supervisor on the workroom floor when impaired by intoxicants. Get some advice from your Union first.
^     All messages            4972-4987 of 4987  4956-4971 >>

Print | RSS Views: 216905 (Unique: 33364 ) / Subscribers: 30 | What's this?